Common use of Military Caregiver and Qualifying Exigency Leave Clause in Contracts

Military Caregiver and Qualifying Exigency Leave. An employee may be eligible for Military Caregiver or Military Qualifying Exigency Leave, categories of FMLA leave described in District Policy 2.14(7)(b)4b&c. These leave entitlements are for unpaid leave but an employee may use his/her accrued leave to remain in pay status during the approved leave period.

Military Caregiver and Qualifying Exigency Leave. An employee who is a caregiver of a relative who suffers serious injury or illness during active military duty, or who has a qualifying exigency as a result of a family member being on active duty in the National Guard or Reserves in support of a contingency operation, may be eligible qualify for Military Caregiver or Military Qualifying Exigency Leave, categories a category of FMLA leave as described in District Policy 2.14(7)(b)4b&c2.14(8) (b) 4b&c. These Note: this leave entitlements are entitlement is for unpaid leave but an employee may use his/her accrued leave to remain in pay status during the approved leave period.

Military Caregiver and Qualifying Exigency Leave. An employee who is a caregiver of a relative who suffers serious injury or illness during active military duty, or who has a qualifying exigency as a result of a family member being on active duty in the National Guard or Reserves in support of a contingency operation, may be eligible qualify for Military Caregiver or Military Qualifying Exigency Leave, categories a category of FMLA leave as described in District Policy 2.14(7)(b)4b&c2.14(8)(b)4b&c. These Note: this leave entitlements are entitlement is for unpaid leave but an employee may use his/her accrued leave to remain in pay status during the approved leave period.

Military Caregiver and Qualifying Exigency Leave. An employee may be eligible for Military Caregiver or Military Qualifying Exigency Leave, categories of FMLA leave described in District Policy 2.14(7)(b)4b&c. These leave entitlements are for unpaid leave but an employee may use his/her accrued leave to remain in pay status paystatus during the approved leave period.